Director of People Operations

Onboarding, and Offboarding

• Support, as needed pre-employment screenings, reference checks, licensure confirmation and employment offers.
• Manage comprehensive onboarding processes to ensure successful employee integration.
• Oversee separation processes, including exit interviews, final documentation, and coordination of benefit terminations and COBRA notifications.

Performance Management

• Manage the organization's performance feedback process.
• Develop tools and resources to support goal setting, coaching, and annual performance evaluations.
• Ensure timely completion of evaluations and performance documentation.
• Support managers in addressing performance deficiencies through coaching and corrective action.

Total Rewards

• Administer employee compensation, benefits, and retirement programs.
• Lead annual salary review and merit increase processes.
• Conduct compensation benchmarking and market analyses.
• Oversee employee benefit administration, open enrollment, vendor relationships, and employee communications.
• Recommend improvements to compensation and benefits programs to support recruitment and retention.

Leave Administration

• Administer all employee leave programs, including:
  • Family and Medical Leave Act (FMLA and DC FMLA)
  • District of Columbia Paid Family Leave
  • Americans with Disabilities Act (ADA) accommodations
  • Workers' Compensation
  • Military leave
  • Jury duty and other statutory leaves
  • Organizational paid leave programs
• Coordinate interactive accommodation processes and maintain required documentation.
• Work collaboratively with supervisors and employees to facilitate successful return-to-work planning.

Records Management and HR Administration

• Maintain accurate and confidential employee personnel files and HRIS records.
• Ensure compliance with record retention requirements and confidentiality standards.
• Prepare HR reports and workforce metrics for executive leadership and the Board of Directors as requested.
• Maintain required employment documentation, including I-9 records and personnel files.

Human Resources Metrics and Reporting

• Develop and maintain meaningful human resources dashboards and key performance indicators (KPIs) to support organizational decision-making.
• Analyze workforce data, including turnover, vacancy rates, retention, recruiting effectiveness, compensation, leave utilization, employee relations trends, and diversity metrics.
• Prepare regular reports and presentations for executive leadership regarding workforce trends and human capital initiatives.
• Utilize HR data to identify opportunities for operational improvements, workforce planning, and risk mitigation.
• Ensure the accuracy and integrity of HRIS data and reporting systems.

Regulatory and Licensing Support

• Support compliance with Child and Family Services Agency (CFSA) licensing requirements for residential programs.
• Coordinate HR-related documentation required for licensing reviews, renewals, audits, and inspections.
• Ensure timely completion of required employee background checks, health screenings, mandated trainings, and credential tracking.
• Collaborate with program leadership to maintain compliance with applicable licensing and accreditation standards.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field.
• Seven (7) or more years of progressively responsible human resources experience, including at least three (3) years in a leadership or management role.
• Demonstrated knowledge of federal and District of Columbia employment laws and regulations.
• Experience handling complex employee relations matters and workplace investigations.
• Experience administering employee benefits and leave programs.
• Strong knowledge of performance management and supervisory coaching.
• Excellent verbal and written communication, interpersonal, and conflict resolution skills.
• Demonstrated ability to maintain confidentiality and exercise sound judgment.
• Highly proficient with HR technology and use of Microsoft Office suite.

Preferred Qualifications

• SHRM-SCP or SPHR certification.
• Human resources leadership experience in a nonprofit organization.
• Familiarity with Child and Family Services Agency (CFSA) licensing requirements.
• Experience with HRIS and payroll systems.

Knowledge, Skills, and Abilities

• Comprehensive knowledge of employment law and human resources best practices.
• Ability to interpret and apply laws, regulations, and organizational policies.
• Strong analytical, organizational, and problem-solving skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Excellent presentation and training skills.
• Ability to build trusted relationships across all levels of the organization.
• High degree of professionalism, integrity, and discretion.

Physical Requirements

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

While performing the duties of this position, the employee is regularly required to:

• Be stationary for extended periods while working at a computer.
• Operate a keyboard, telephone, and standard office equipment.
• Frequently communicate in person and virtually, both verbally and in writing with employees, applicants, and external partners.
• Read, review, and prepare written documents and electronic records.
• Occasionally access program sites.
• Occasionally lift, carry, or move materials weighing up to 20 pounds, such as files, training materials, or office supplies.
• Travel periodically between SBY locations and attend meetings throughout the Washington metropolitan area.
• Work in both office and residential program environments.

Work Environment

The work is performed primarily in a professional office environment with artificial light and conditioned air with periodic visits to residential and community-based program locations. Program and residential locations may have stairs. The position may occasionally require evening or early morning meetings, attendance at organizational events, or urgent response to employee relations matters outside normal business hours.

Equal Employment Opportunity

Sasha Bruce Youthwork is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, creed, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other status protected by applicable federal or District of Columbia law. SBY is committed to creating an inclusive workplace where all employees are valued and respected.